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PRESENTED 11Y 



















THE PROBLEM 
OF PENSIONS 

Vii~o 

. , , . __ ZTT 

FEDERAL, STATE 
MUNICIPAL AND 
INDUSTRIAL 


AS PRESENTED AT THE 
SIXTEENTH ANNUAL MEETING 
THE NATIONAL CIVIC FEDERATION 
Hotel New Willard, Washington, D. C. 

JANUARY 17 AND 18, 1916 

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NEW YORK 

THE NATIONAL CIVIC FEDERATION 
1 MADISON AVENUE 
1916 


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THE PROBLEM 
OF PENSIONS 


FEDERAL, STATE 
MUNICIPAL AND 
INDUSTRIAL 


AS PRESENTED AT THE 
SIXTEENTH ANNUAL MEETING 
THE NATIONAL CIVIC FEDERATION 

M 

Hotel New Willard, Washington, D. C. 
JANUARY 17 AND 18, 1916 


NEW YORK 

THE NATIONAL CIVIC FEDERATION 
t MADISON AVENUE 
tqi6 




Ausbot 

JUL 5 4 1918 


ADDRESS OF WILLIAM R. WILLCOX 

CHAIRMAN, PENSION DEPARTMENT 


The time is coming when we in The National Civic Federation must 
make a closer determination of what we shall recommend either to gov¬ 
ernments—federal, state and municipal—or to industrial corporations 
as a fair and actuarially safe pension system. 

We have been studying the subject for ten years and have even 
gone so far as to undertake to draft a standard pension plan applicable 
both to public and private wage earners. 

PENSIONS FOR FEDERAL EMPLOYEES 

Among federal employees, there have been two factions, the one 
advocating the straight pension plan under which the annuity for loyal 
service should be given outright by the Government, and the other the 
contributory system under which both the employees and the Govern¬ 
ment should provide the fund. It is not our aim today to present the 
arguments for either side. The Civic Federation has been unable to 
take a position for or against either, the employees themselves being 
thus divided, two organizations being engaged before Congress in a 
controversy on the subject, and we further note that in a newspaper 
vote taken last June, in which 3,420 Washington civil service employees 
participated, 2,646 were cast for the contributory principle and 616 
against. Only if, after a world-wide study of the question, the facts 
gleaned should be overwhelmingly convincing, could we be warranted in 
taking a stand one way or the other. 

Personally, I have been conservative about wanting our Pension De¬ 
partment in the Federation to prescribe a platform of hard and fast 
principles on pensions or retirement funds, and my own decision is not 
today definitely fixed. I have always favored the contributory princi¬ 
ple because of the difficulty of establishing a straight pension plan in 
government service; yet I have wished to see the early installation of 
some method to care for the men incapacitated by age, without waiting 
to remove the obstacles in the way of the adoption of the straight pen¬ 
sion system. 

On the other hand, while we have been considering this question 
during the ten years, many corporations have introduced the straight 
pension or service annuity plan; and if those business corporations, 
which for the most part pay higher wages than does the Government 
to men in the same grades of work, can pay dividends and yet give the 
pension without contributions from the employees, we must be ready to 
face the argument that the Government, which pays smaller salaries and 


3 



has instituted and vigorously enforced a civil service law, should not 
take from those meagre earnings contributions for any purpose. 

Today, great corporations, such as the American Telephone and 
Telegraph Company, the Edison Company, the American Tobacco Com¬ 
pany, the American Sugar Refining Company, the International Har¬ 
vester Company, the United States Steel Corporation, and others in 
many lines of industry, pajdng higher wages than the Government to 
the same classes of men, give a free pension after a certain number of 
years of service. That being so, the question persists, should the Gov¬ 
ernment, which invites men into a life work, call upon them to con¬ 
tribute toward their pensions? 

While, as stated, I have always favored the contributory pension, 
when, as a public official during much of the last ten years, instead of 
seeing wages for government employees increase, I have witnessed 
in the advancing cost of living a stationary scale that amounts to a 
reduction, and on the other hand observed the developments of straight 
pension systems among corporations, a comparison of the business 
methods and results in view makes me pause. In one national depart¬ 
ment an extravagant additional service, creating a large annual deficit, 
has been put into effect, and an attempt at the same time made to make 
up those deficits by not giving increases in salaries and making a few 
men perform the service for which more had theretofore been required. 
Yet the Government ought to be a model employer. 

It is to be remembered that corporations, especially public utility 
corporations, have during this same period of ten years come under a 
more exacting supervision and regulation by state and national au¬ 
thorities. Moreover, as compensation laws are developed so as to in¬ 
clude occupational diseases, the employer will have an additional reason 
to avoid any extra payments in his industry. 

Heeding the lessons of the past, we have verified information in 
which it had been represented to us that the recent tendency of private 
enterprises throughout the world, after a wide period of experience, has 
been to turn from the straight to the contributory system, the tax on 
the industry under the former having become onerous. On reference 
to the Report on Superannuation and Similar Funds of British Rail¬ 
ways (1910), we find among fifteen funds for the salaried staff one in 
which the employer contributes nothing, another where the employer’s 
contributions are insignificant and thirteen in which employers’ and 
employees’ contributions are equal or nearly so. It is also stated 
that in establishing the free pension system foreign concerns have usu¬ 
ally taken into account the pensions ultimately to be paid and fixed a 
wage rate not so high as might have been expected had no pensions 
been paid. At the same time, it is to be borne in mind that only a small 
percentage of employees reach the superannuation age, thus losing both 
full market wages and pension. 

In considering the practical side, we have realized that legislators 
hesitate to inaugurate another big pension list. There is also the dif- 


4 


Acuity of getting through Congress provision for the age of incapacita¬ 
tion of federal employees because legislators from districts in which 
incomes are expressed in low figures cannot readily accept the idea 
that a clerk drawing, say, $1,200 a year for steady employment until 
sixty years of age is not better off than the carpenter or ordinary 
wage-earner in private life receiving daily or monthly wages without 
continuity of service and subject to many changes in economic con¬ 
ditions. It is asked whether the Government employee does not earn 
money enough for the support of his family and old age savings as well 
as the average workman in the community. Then comes the idea, 
if Government guarantee is to be an accepted principle in this matter of 
provision for old age, whether insurance, open to all citizens, should 
not be the solution of the problem. On this point, Canada has of recent 
years put in operation a general method deserving careful considera¬ 
tion, especially as it comprises the features of both old age pensions and 
life insurance. 

Returning to the policy to be considered in the interest of the early 
establishment of a pension fund for federal employees now in the 
service, we find the suggestion that the difference between the amount 
of the salary of an employee at the age of retirement and the lower 
amount paid to the employee entering at the foot of the list should be 
devoted to the pension fund. For example, if a man drawing $1,200 
were retired at sixty and a young substitute put on at $600, the old 
employee might receive the other $600, if lie has fulfilled the require¬ 
ment of a prescribed period of service. He should not be entitled to 
retirement after twenty years of service if still active and efficient, 
going on the pension list perhaps to draw a salary in another occupa¬ 
tion. Nor should this method be the sole one. It might be coupled 
with the contributory plan, the employees making small contributions 
and the Government adding to the fund. My present views are that 
in the beginning there might be a small contribution from the bene¬ 
ficiary, with provision that after a certain period of service he could 
be retired on part pay. This, it is my hope, might establish a pension 
fund which would at once be sound and not a burden either upon the 
employees or the Government. It is to be taken into account that 
retiring a man on part pay, without augmentation of the fund in some 
way, would leave no provision to increase the pay of those who at the 
inception of their employment get only about half the pay of those 
retired. In case of promotions and consequent increases in salaries 
and wages, the law itself provides for definite increases. This calls 
for more money, which must come from contributions, in the absence 
of appropriations. 

It is to be observed that our report contemplates, on the one hand, 
pensions from federal, state and municipal governments to their em¬ 
ployees, and on the other hand from industrial establishments to their 
employees. 

It is to be borne in mind that the incapacitated for life by accidents 

5 


in industrial enterprises are pensioned as a burden on the industry. 
This has no place in our plan for pensions. 

We have not ventured into the field of old-age pensions in general, 
such as are given by the governments in England and Germany to that 
class of the population having an income below an amount assumed 
to be sufficient for independent subsistence. So far as our information 
goes, there has been no demand on the part of labor for such pensions 
in this country, though among the many movements for social ameliora¬ 
tion there is one along this line. The Report of our Committee on 
Preliminary Foreign Inquiry into the English System, made at our 
last annual meeting, should cause us to hesitate to inaugurate such a 
method in this country until further inquiry furnishes a solid basis of 
procedure. 


PENSIONS FOR STATE EMPLOYEES 

The following statement concerning pensions for state employees has 
been furnished by Mr. F. Spencer Baldwin, who as manager of the New 
York State Insurance Fund, and Secretary of the Massachusetts Com¬ 
mission of Old Age Pensions of 1910, and in similar positions requiring 
expert knowledge, has become an authority on American pension prob¬ 
lems: 

“Legislation providing for the establishment of pension or retire¬ 
ment systems for state employees—exclusive of employees of counties 
and municipalities—is conlined within very narrow limits. With the 
one notable exception of Massachusetts, no state has made any general 
provision for the retirement of state employees. A general retirement 
system for state employees was established in Massachusetts by an act 
of 1911, which went into effect on the first of January, 1912. Pension 
systems for state employees in other states are confined to judges,— 
including other court employees in one state. 

“Eight states have established pension systems for judges. The 
laws apply variously to justices of the supreme, superior, and other 
state courts. The states are Louisiana, Maine, Maryland, Massachu¬ 
setts, Minnesota, New Jersey, New York and Rhode Island. The New 
York pension legislation of this class applies to all employees of the 
supreme court of the first, second and ninth districts. The pensions 
provided for judges are wholly non-contributory, except in New York, 
where a contribution of 1 per cent of the annual salary is required. The 
amount of the pensions varies from one-half to full salary. The pen¬ 
sionable age is fixed in most cases at 70 years, but retirement for dis¬ 
ability at an earlier age is permitted in some states. The pension 
legislation of this class simply provides gratuities to be paid out of the 
state treasury and offers no contribution or suggestion toward the 
formulation of a scientific system of retirement allowances for state 
employees on an actuarial basis. 

“The Massachusetts retirement act of 1911 represents the only seri¬ 
ous and well considered attempt on the part of any American state to 
work out a solution of the civil service pension problem in accordance 
with sound actuarial principles. The plan might be described as a 
system of compulsory old age insurance for state employees on a con- 

6 


tributory and co-operative basis. It is important to differentiate be¬ 
tween pensions and old age insurance. Employees are required to 
make regular contributions from their wages or salaries to provide 
annuities payable upon their retirement from the service. The rate of 
contribution is not definitely fixed in the act, but is left to be determined 
by the retirement board entrusted with the administration of the sys¬ 
tem, with the provision that it shall not be less than 1 per cent and not 
more than 5 per cent. The board has adopted the flat rate of 3 per cent 
for all employees, with the exception of those who voluntarily elect to 
contribute 5 per cent. An individual account is kept with each em¬ 
ployee, the amount of his contributions being accumulated at compound 
interest. Upon retirement, an employee receives an annuity of such 
amount as his own contributions have earned for him, and, in addition, 
a pension of equivalent amount paid out of the state treasury. The 
total amount of the retirement allowance, including annuity and pension, 
is limited to one-third of the salary, and a minimum limit of $200 is also 
prescribed in the act. The age of voluntary retirement is fixed at 60 
and the compulsory retirement at 70; that is, an employee upon reach¬ 
ing the age of 60 may retire or may be retired for the good of the 
service, and an employee upon reaching the age of 70 must retire. Re¬ 
tirement for long service may take place after 35 years of uninter¬ 
rupted employment without reference to age. The amount of the 
retirement allowance, which is provided by joint equal contributions 
of employee and state, depends upon three factors—the wages of the 
employee, the rate of contribution and the length of service. Pro¬ 
vision is made for refunding amounts contributed by employees who 
leave the service. Participation in the plan is compulsory for all em¬ 
ployees entering the service after its establishment, but voluntary for 
employees in the service at that time—except that employees for whom 
pensions are provided by special legislation previously enacted are not 
eligible for participation. Out of 6,200 employees eligible to participate 
when the act went into effect January 1, 1912, 3,324 elected to become 
participants. The system is administered by a retirement board of 
three members, including the state treasurer, a second member elected 
by a retirement association composed of participating employees, and 
a third member chosen by the other two. 

‘ ‘ The Massachusetts retirement plan, as outlined, is based upon the 
contributory principle, but the contributions of employees are supple¬ 
mented by contributions of equivalent amount on the part of the state. 
This plan accordingly represents a compromise between the contribu¬ 
tory and non-contributory principles, the expense of the retirement 
system being divided between employees and the state on the basis of 
joint contributions. The contribution of the state is justified by the 
advocates of this plan as the special compensation, in addition to regu¬ 
lar current wages, due for long, faithful and efficient service. The pen¬ 
sion paid by the state, to supplement the annuity provided by the 
employees’ contributions, is regarded not as a sheer gratuity, but as the 
just reward of service rendered by an employee who remains in the 
service for a certain period of years and reaches the retirement age. 
In practice, the plan has worked to the satisfaction of both employees 
and administrative officials, having brought about an improvement in 
the efficiency of the service through the retirement of superannuated 
employees, and having created a feeling of greater well-being and se¬ 
curity on the part of employees. This plan has the strategic advantage 
of offering a basis of agreement or compromise on which advocates of 

7 


the rival contributory and 11011 -contributory principles may come to¬ 
gether in support of legislative action. It deserves the careful con¬ 
sideration of law makers in other states in formulating measures for 
dealing with the civil service pension problem .’’ 

PENSIONS FOR MUNICIPAL EMPLOYEES 

In a compilation of statistical and other f^cts, made a part of our 
report, Leonard Blakey, Ph. L>., Assistant Professor of Economics, 
Carnegie Institute of Technology, Pittsburg, Pa., describes the present 
status of pensions for municipal employees in the United States. 

Pension projects, not to say systems, are numerous in this country. 
Even among the cities having less than a population of 25,000, 58 have 
pension funds of one sort or other. The pension situation in the 228 
cities with more than a population of 25,000, the majority of which 
have pensions of some kind, fails to exhibit consistency of system, ob¬ 
servance of well considered standards, or much forethought in provid¬ 
ing for actuarial soundness. The growth of the pension idea has been 
haphazard and without adherence to general principles. Some of the 
municipal funds are administered in connection with state funds; cer¬ 
tain classes of city employees are well taken care of while others are 
neglected; in one city a branch of the service may practice the straight 
system while in another the same branch has the contributory; the con¬ 
tributions vary considerably, as for example from one to three and a 
half per cent of the salary in the police pension systems of the eighteen 
largest cities of the country; the age of retirement, when provided for, 
differs in different places by as much as fifteen years. 

Instability in policy is another salient fact. A review of the history 
of nearly every pension scheme in operation shows that the original act 
has been subject to continual amendment, or that new plans have been 
enacted one after another. For example, Cleveland has had her police 
pension fund operated under three different plans, one of which was 
amended once and another nine times before the city established the 
final system, which has since been subject to amendment. Cleveland’s 
experience is quite typical of the other large cities. New York City 
amended her firemen’s pension and benefit schemes over forty times 
before the general consolidation took place with the funds of the other 
boroughs. Consistent with the general policy of pension legislation, 
recent amendments have been in the direction of liberalizing rather 
than restricting the provisions for retirement. I 11 the cities witli over 
300,000 inhabitants, thirteen of the police pension funds and fifteen 
of the firemen funds have been in existence for over thirty years; that 
is, three-fourths of these funds in our large cities have passed through 
the preliminary period during which, as we are told by the actuaries, 
the public has never given deserved concern to pension schemes. This 
thirty-year period of unsystematic experiment is assuredly sufficient. 
The time has come for serious consideration of policies and methods, 

8 


in regard to accumulation of funds and their payment, if funds are to 
be saved from bankruptcy and the future provided for safely. Experts 
say that while many solvent funds may be found there are more in¬ 
solvent. At present in New York a Mayor’s Pension Commission is 
examining the metropolitan system, the outcome of which may furnish 
a lesson to the countrv. 

INDUSTRIAL PENSION OR RETIREMENT SYSTEMS 

The following statement upon the industrial pension plans in 
operation throughout the United States was prepared by an official of 
a large public utilities corporation who has specialized in such matters. 
The chart is based upon information furnished by employers to The 
National Civic Federation, the data having been originally tabulated 
under the direction of the Commission on Pensions of New York City 
and revised and amplified by the compiler: 

“From a study of industrial pension plans in the United States it 
would appear that the majority of such plans are entirely at the expense 
of the employer, and that pensions are, in the main, granted for long, 
continued and satisfactory' service, without the imposition of other con¬ 
ditions. In comparatively' few plans is there any provision for contri¬ 
bution by the employee, and it would appear that in those instances, 
unless the employees’ contribution is toward a benefit of larger scope 
and in addition to a pension allowance, or, as it is, perhaps, more aptly 
expressed by T one employer, a ‘service annuity^’, the employees’ contri¬ 
bution, when leaving the service, is returned to him. There are plans 
in which requirements additional to service are made, but they are very 
few and by' no means the newest. 

“From the standpoint of various lines of business, industrial, rail¬ 
road, and so forth, there is not very r great lack of uniformity. Varia¬ 
tions there are it is true, but practically all are based on earnings 
(another way r of saying: value to the employer), and the percentages— 
always with the notable exception—scale very near each other. 

“There seem to be so many factors that enter into the liberality of 
the plans that it is doubtful whether it would be safe to say which plan 
was most generous. There are some very liberal percentages of salaries 
allowed but they' are so offset by r the provisions as to years of service, 
discretionary age, and so forth that a mathematical computation would 
have to be made to determine which of the systems were really the most 
liberal. 

“As the guarantee that the wage earner will receive the pension or, 
in other words, as to the actuarial soundness of a pension plan provided 
entirely by the employer, that subject is so closely' allied with others 
that it can not be taken up separately. For example: so long as the 
employer is solvent the pensions will be paid no doubt, but what hap¬ 
pens if he is no longer able to continue in business? In some lines, par¬ 
ticularly if the enterprise is sufficiently large, there is little danger of 
any permanent discontinuance of the business, and consequently no 
danger to the pension plan. In any case, the employer’s interest in his 
business will at all times be great enough to insure every effort for its 
success, in which he will be ably aided by those around him who will 
at some time be eligible to retirement on pension. Business of other 

9 


kinds cannot stop and pensions, with other activities, will continue. In 
fact, that very thing has occurred in this country more than once. 

‘‘Incidentally, it may be said that the chief objection made by em¬ 
ployees to the pension plans involving compulsory contribution lies in 
the risk of loss of position, and consequent loss of eligibility to pension, 
at a time when the earning power has materially declined and the pros¬ 
pects of securing new positions is correspondingly reduced. 

“In general—the experience of the past would seem to indicate that 
an annual pension payroll should be somewhere under y 2 of 1% of the 
total annual payroll of the business. From the side of the employer, 
practically all pension plans have in them a provision that the pension 
allowances may be reduced in case of necessity. 

“There is now to be obtained, in nearly every line of business, the 
experience of others on pension matters and a very intelligent estimate 
may be made by anyone contemplating the inauguration of a pension 
plan. ’ ’ 


10 


THE CANADIAN SYSTEM OF ANNUITIES. 

(By S. T. Bastedo, Superintendent of Annuities, Ottawa.) 

The Canadian Parliament approved of a system of government annuities 
in the year 1908. The act has since been amended in various respects. A branch 
of the public service was established under the regulations for which the act 
provided. At first it was attached to the Department of Trade and Commerce, 
but in 1912 it was transferred to the Post Office Department. It is presided 
over by a Superintendent of Annuities and a staff of officials including an 
actuary. An agency force was at first employed, but this has since been dispensed 
with, and the only publicity now carried on is direct from the office through 
the distribution of leaflets, etc., and by the display in all post offices in the 
Dominion of a pictorial poster which draws attention to the fact that govern¬ 
ment annuities may be purchased. All money order offices in the Dominion, of 
which there are about 5,000, are authorized to receive payments on annuities 
account, of which weekly returns are made. 

The act provides that the rights under an annuities contract are exempt 
from the operation of any law relating to bankruptcy and insolvency, and 
cannot be seized or levied upon by or under the process of any court, except 
where it can be shown that the purchase was made with intent to delay, hinder 
or defraud creditors. Neither can the annuity be alienated. 

Any person domiciled in Canada, which has been interpreted to mean any 
person living in Canada whose present intention it is to remain in Canada, is 
eligible to purchase an annuity. Employers of labour may contract for 
annuities for their employees or may assist them in the purchase thereof; and 
any society or association, being a body corporate for fraternal, benevolent, 
religious or other lawful purposes, may do likewise. 

No medical examination is required, and the annuity may be purchased 
on the deferred or immediate plan. In either case the annuity cannot begin 
before the age of fifty-five, but may be purchased to begin at any 
later age desired. There is one exception to the age of fifty-five, which is 
that should a person paying in for the purchase of a deferred annuity become 
disabled or an invalid before the age of fifty-five and have at his credit in the 
fund a sum sufficient to give him an annuity of not less than $50, an annuity 
may be paid to him of that or a larger amount though he may be under fifty- 
five. The age of five is the earliest age at which payments for the purchase of 
a deferred annuity may be begun. 

There are three plans on which deferred annuities may be purchased. 
These are designated as Plan “A,” Plan “B” and the ten-year Guaranteed 
Plan. Under the first and latter plans, in case of death before the annuity 
begins all payments made with three per cent compound interest are returnable 
to the heirs of the purchaser. Under Plan “B” there is no return, the amount 
of annuity to be received being larger for the same payment than under either 
of the other two. When the annuity starts, it is payable for life, no matter 
on which plan purchase is made. Under Plans “A” and “B” the contract ends 
with death. Under the ten-year Guaranteed Plan the annuity would be paid 
for ten years in any event either to the annuitant or to his legal representatives 
if he should die before having received payments for ten years. An annuity 
may be guaranteed up to twenty years if desired, but not longer. Last survivor 
annuities may be issued on any two lives. The maximum amount of annuity 
which may be purchased is $1,000, whether on a single life or on two lives 
jointly. Payments for a deferred annuity may be by regular weekly, monthly, 
quarterly, half-yearly or yearly amounts, or the purchase may be made by 
irregular payments of lump sums. For example, the payment of $20 at age 
twenty would purchase an annuity of $10.41 to begin at sixty; $30 at age 
twenty-three, $13.70; $40 at age twenty-six, $16.04; $60 at age twenty-nine, 

11 


$21.14; $80 at age thirty-two, $24.77; $100 at age thirty-six, $26.07; $120 at 
age forty, $26.38, the total payments being $450 and the total amount of 
annuity to he received $138.51. Again, a man aged twenty making a payment 
of $50 a year on Plan “A” until he was sixty, or for 40 years, could purchase 
an annuity of $499.50. If he should die at the end of ten years his estate would 
receive back $586.05; if at the end of fifteen years, $950.81; and if at the end 
of thirty-five years, $3,090.94. If he died at any other year a return in pro¬ 
portion to the amount paid in would be made. These payments are on Plan 
“A,” under which plan in ease the annuitant should die before sixty his heirs 
would receive back all that he had paid in with three per cent compound 
interest up to the date of his death. 

The system is most elastic, and is designed to meet the circumstances of the 
wage-earner as well as the man of established income or with money on hand for 
investment. The scheme was designed to anticipate a possible movement for 
old age pensions. It also had for its object the encouragement of thrift. Nearly 
four thousand persons have already invested, and nearly two million and three- 
quarters of money have been paid in. There is a very gratifying increase in the 
number of purchasers in 1915 over the number who purchased in 1914. 


12 


DATA RELATING TO MUNICIPAL PENSIONS 

(Prepared by Leonard Blakey, Ph.D.) 

(Material furnished by Commission on Pensions, City of New York.) 


Every one of the eighteen cities of the United States having more than 300,- 
000 inhabitants has a pension fund for police, firemen and teachers. The teach¬ 
ers’ funds in three cities—San Francisco, Los Angeles and Newark—are admin¬ 
istered in connection with a state fund. In addition, New York, Chicago, Phila¬ 
delphia, Boston and Pittsburg have pension systems for the general municipal 
service. Chicago has established pensions for employees in the House of Cor¬ 
rection, the public libraries and the public schools. Cleveland pensions its sani¬ 
tary police. The Department of Health of Newark has pensions in connection 
with the State Health Department pension plan. 

The six cities with 200.000 to 300,000 inhabitants have pensions for police 
and firemen and, except Kansas City. Mo., for teachers. Jersey City also pen¬ 
sions municipal employees in general. 

Thirty of the thirty-one cities with a population between 100,000 and 200,000 
pension one class or another of municipal employees. San Antonio has no pen¬ 
sion of any kind. All the thirty pension policemen; twenty-nine, firemen, for 
whom the plans in two of the cities are in the formulative stage. Fifteen have 
independent funds for teachers; five others administer teachers’ pension funds as 
a part of a State plan. Oakland. Atlanta. Richmond and Lowell pension all 
municipal employees; New Haven the public school employees; Omaha the library 
employees. 

Thirty-nine of the fifty-four cities with a population from 50,000 to 100,000 
have some sort of pension plan. Thirty-one pension both policemen and firemen. 
So far as can be ascertained, only fourteen pension teachers. Four—Springfield. 
Lynn. Yonkers and Brockton—pension the general municipal service. 

Only sixty-nine of the one hundred and twenty cities with a population from 
25,000 to 50.000 have any sort of a pension plan. Fifty-seven pension policemen 
and fifty-five firemen. Many of the Massachusetts towns have taken advantage of 
the general Enabling Act for cities and towns to retire employees. At least 
nineteen cities of this class have taken advantage of the opportunity to establish 
a retirement fund for public school teachers. The following States have enacted 
in their favor either optional or compulsory retirement laws: Arizona, California. 
Connecticut. Illinois, Kansas. Kentucky. Maine, Maryland, Massachusetts, New 
Jersey, New York, North Dakota. Ohio, Oregon, Pennsylvania, Rhode Island, 
Utah, Vermont and Wisconsin. 

Fifty-eight cities with a population of less than 25,000 have established mu¬ 
nicipal pension funds or have been authorized to do so. Many of these cities 
have been granted the right to establish funds through special legislation, thirty- 
one of them being for the police and twenty-nine for the firemen. At least eigh¬ 
teen of these cities have established a teachers’ retirement fund, either under spe¬ 
cial legislation or general state enactment. Eight Massachusetts cities, under flic 
general act of 1910, pension municipal employees in general. 

Lack of uniformity in method of administering the funds is the first fact to 
come under notice in a generalization of the pension schemes for municipal em¬ 
ployees in the United States. For example, in the first eighteen cities of the United 
States, four of the police pension funds do not require contributions from the 
force. To the other fourteen the contribution runs from one to three and one- 
half per cent of the salary paid, making the payments range from $7.83 to $27.20 
per year. In nine cities the minimum age of retirement is not stipulated. In the 
others it ranges from fifty to sixty-five years. The required length of service for 
retirement ranges from twenty to twenty-five years, it being twenty years in 

13 


ten cities, twenty-two in one, and twenty-five in three. All this class of cities 
but Minneapolis provides police pensions for widows and dependent children. 

For the funds for firemen, seven of the first eighteen cities of the United 
States do not require contributions, while eleven require from one per cent to 
two and one-half per cent, ranging from $8.70 to $29.94 per year. Thirteen of 
the cities fix the pension at one-half the final salary. In twelve the age of retire¬ 
ment is not stipulated. In the others it ranges from fifty to sixty years. The 
required length of service for retirement ranges from fifteen to twenty-five years, 
it being in twelve cities fifteen years; in eight, twenty; in two, twenty-two, and 
two, twenty-five. Except in Pittsburg, widows and dependent children uni¬ 
formly share in this pension. 

As to teachers’ pension funds, except those under State supervision, only 
two cities—Boston and Pittsburg—have non-contributory plans. In the other 
cities the contributions average from $6 to $50 per year. Pensions for teachers 
are much more variable than for any other group of employees. Many of them 
are fixed at one-half the final salary, but usually both a minimum and a maximum 
amount are stipulated. This ranges from $300 as the lowest minimum to $800 
as the highest maximum. In very few cities is the pension age fixed. The re¬ 
quired length of service for retirement ranges from twenty to thirty-five years. 
In Washington, where there is a mutual benefit fund, a retiring member or in 
the case of death the beneficiary of an active member receives a lump sum. 

All pension funds of the general municipal service are contributory, except¬ 
ing the three funds in Boston—those for laborers, veterans of the civil war. 
and Justices of the Municipal and District Courts. The contributions range 
from one to two per cent of the salary, and the annuity from one-half to three- 
fourths the final salary. Many of these funds do not provide for a pension re¬ 
tirement age. Where such provision is made, it ranges from fifty-five to seventy 
years, usually with some limitation as to the length of service given the city. 
Where the length of service is stipulated, it is uniformly twenty years. In only 
a few cases do widows and dependents receive benefits from these funds. 


14 


CITIES IN ORDER OF POPULATION 

In the following tabic, P signifies Police; F. Firemen: T, Teachers; ME, Municipal Employees; 
PLE, Public Library Employees; PSE. Public School Employees; H of C, House of Correction Em¬ 
ployees; J, Justices; SP, Sanitary Police; H, Health; *, State; t, Authorized, not Established. 


1 

New York . 


P F T 

MEJ 

2 

Chicago..!’ FT ME 

H of C I’LE 

PSE 

3 

Philadelphia . 


.P F T 

ME 

4 

St. Louis . 


.P 

F T 

5 

Boston . 



ME 

6 

Cleveland . 



SP 

7 

Baltimore . 



F T 

8 

Pittsburg . 



ME 

9 

Detroit . 



F T 

10 

Buffalo . 



F T 

11 

San Francisco . 


. . .P F 

(T* > 

12 

Milwaukee . 



F T 

13 

Cincinnati . 


.P 

F T 

14 

Los Angeles . 


... P F 

(T*) 

15 

Newark . 


. .P F (Til*) 

16 

New Orleans . 



F T 

17 

Washington . 


.P 

F T 

18 

Minneapolis . 


.P 

F T 

19 

Jersey City . 


. ...P F 

ME 

20 

Seattle . 



F T 

21 

Kansas City, Mo. 



.P F 

22 

Indianapolis . 



F T 

23 

Providence . 



F T 

24 

Portland . 



F T 

25 

Rochester . 


.P 

F T 

26 

Denver . 



F T 

27 

Louisville . 



F T 

28 

St. Paul . 



F T 

29 

Columbus . 



F T 

30 

Toledo . 


. P 

F T 

31 

Oakland . 

. .. .P 

F (T*) 

ME 

32 

Atlanta . 




33 

Worcester . 



<T*> 

34 

Birmingham . 



.P F 

35 

Syracuse . 



F T 

36 

New Haven . 


■ P F T 

TSE 

37 

Mempbist . 




38 

Scranton . 



F T 

39 

Richmond .. 



ME 

40 

Paterson . 



(T*) 

41 

Omaha . 


,P F T 

PLE 

42 

Fall River . 




43 

Spokane . 



P F 

44 

Dayton . 



F T 

45 

Grand Rapids . 



.P F 

16 

Nashville . 



.P F 

47 

Bridgeport . 



.P F 

48 

Lowell . 

... .P 

F (T*) 

ME 

19 

Cambridge . 



(T*) 

50 

San Antonio . 


.No 

fund 

51 

New Bedford . 



.P F 

52 

Hartford . 



.P F 

53 

Dallasf . 




54 

Trenton . 


.P 

F T 

55 

Albany . 



F T 

56 

Salt Lake City. 




57 

Reading . 



. . .T 

58 

Camden . 



.I’ F 

59 

Springfield . 


. . . . P F 

ME 

60 

Tacoma . 



.P F 

61 

Lynn . 


.P F T 

ME 

62 

Dps Moines . 



P F 

64 

Wilmington . 




66 

Y’onkers . 



ME 

67 

Youngstown . 



.I’ F 

70 

Duluth . 


.P 

F T 

72 

Oklahoma City . 




75 

St. Joseph . 




76 

Utica . 


.P 

F T 

77 

Elizabeth . 



. P F 

78 

Waterbury . 



P F 

79 

T roy . 



F T 

80 




.P F 

82 

Hoboken . 


.P 

F T 

S3 

Wilkesbarre . 



.. ..T 

86 

Peoria . 



P F 

87 

Fort Wayne . 



P F 

88 

Harrisburg . 




89 




.P F 

91 





92 

South Bend. 



F T 


93 Terre Haute .P F T 

94 Passaic .P F T 

96 Bayonne .F 

97 Brockton .P F ME 

98 Portland, Me.1* F 

99 Holyoke .P F 

100 Charleston .P F T 

102 Allentown .F 

103 Springfield, Ill.F F 

105 Altoona .T 

106 Pawtucket .P 

108 Mobile .P F 

109 Sacramento .P F 

110 Saginaw .P F 

111 Sioux City .P F 

112 Binghamton .F 

113 Atlantic City .P F 

114 Rockford .P F 

116 Augusta .P F 

117 Springfield, Ohio .r F 

118 Lancaster, Pa.F T 

120 New Britain .P F 

121 Chattanooga .P F 

122 York .F 

123 Malden .F ME 

124 Berkeley .P 

125 Bay City .F 

126 Haverhill .P F PLE 

127 Topeka .P 

128 Salem .P F L 

130 Davenport .I* F 

132 San Diego .P 

133 Racine .P F 

138 Superior .P F 

141 Newton .P F ME 

143 Woonsocket .P 

144 Montgomery .F 

146 Fitchburg .ME 

147 Dubuque .P F 

148 Galveston .1’ F 

152 Elmira .P F T 

154 East Orange .P F 

156 Hamilton .P F T 

161 Joliet .F 

163 Auburn, N. Y.P F T 

165 Decatur, Ill.F 

167 Perth Amboy .P T 

169 Quincy .P 

171 Pittsfield .P T 

172 Cedar Rapids.P F 

176 Jamestown .F 

177 Mt. Vernon .P F T 

178 Niagara Falls .P FT 

179 Jackson, Mich. ..P F 

182 Lima. Ohio .F 

184 Chelsea .P F ME 

185 New Rochelle .P F T 

186 Aurora, Ill.I’ F 

187 Loraine, Ohio .P F 

191 La Crosse .P F T 

193 Shreveport, La.F 

194 Colorado Springs .P F 

195 Council Bluffs .P F 

197 Norwich, Conn.P 

198 Zanesville .P F 

199 Poughkeepsie .P T 

202 Waltham .P F T ME 

203 Newburgh .P T 

204 Brookline .P F T ME 

205 Meriden .P 

206 Newport .T T 

207 Watertown .P F T 

208 Waterloo .P F 

215 Elgin .P F 

216 Kingston .P 

218 Bloomington .P F 

221 Clinton, Iowa.P F 

222 Madison, Wis.P F 

225 Chicopee .P 

228 Stamford .P F 


15 




































































































































































I 


INDUSTRIAL PENSIONS OR RETIREMENT SYSTEMS IN OPERATION THROUGHOUT THE UNITED STATES 
(Summaiy of data furnished by employers to The National Civic Federation, tabulated under the direction of the Commission on Pen¬ 
sions of New York City. Revised and brought to date by an official of a large public utilities corporation who has specialized in such matters.) 


Index 

Number 

| 

Name 

of 

Company 

Date 

Plan 

Adopted 

REGULAR PENSIONS. 

DISABILITY PENSIONS. 


Do employees 

contribute to fund? 
If so, in what 
manner? 

A 

j What provisions 

are made for de¬ 
ficiencies? 

B 

Is membership 
to the plan com¬ 
pulsory ? 

c 

, What is the dis¬ 
cretionary age? 
How many years 
of service? 

D 

What is the 

amount of annu¬ 
ity? 

E 

What is the in¬ 
capacitated age? 
How many years 
of service? 

F 

What is the 
amount of annu¬ 
ity? 

G 

Are contributions 
returned, with or 
without interest? 

H 

Remarks. 

I 

1 

1 The American Brass Co., Water- 

bury, Conn. 

1 

Jan. 24, 1913. 

No. 

Company provides. 

No. 

65 years old; 25 
years service. 

2% of average 
annual salary of 
the last 3 years 
multiplied by the 
number of years 
of service. Not to 
exceed 60% of an¬ 
nual salary, or 
$5,000. 

Any age ; 15 years 
service. 

See Question £5. 

None made. 

Dependents re¬ 
ceive twice the 
amount of that 
awarded to the 
pensioned em¬ 
ploye. 

2 

American Express Co., N. Y. C. 

Nov., 1875. 









No data. 

3 

American Sugar Refining Co., 
N. Y. C. 

Mar. 18, 1912. 

No. 

Company provides. 

No. 

Male. 65 years 
old. Female, 60 
years old; 30 

years service. 

1% of average 
annual pay of the 
last 10 years mul¬ 
tiplied by the num¬ 
ber of years of 
service, not to ex¬ 
ceed $5,000, or less 
than $240 per an¬ 
num. 

Discretion of 

Pension Commit¬ 
tee. 

A whole or por¬ 
tion of wages. 
Discretion of Pen¬ 
sion Committee. 

. 

None made. 


4 

American Telephone & Tele¬ 
graph Co., N. Y. C. 

i 

May 1, 1914. 

No. 

Company provides. 

No. 

60 years old; 
20 years service. 

55 years old; 
25 years service. 

Less than 55 
years, 30 years 
service. 

1 % of average 
annual pay of the 
last 10 years mul¬ 
tiplied by the num¬ 
ber of years of 
service ; minimum 
$20 per month, ex¬ 
cept disability of 
less than 20 years 
service. 

Any age ; 15 years 
service. 

See Question $5. 

None made. 

Company pro¬ 

vides also for dis¬ 
ability and death 
benefits. 

S 

Armour & Co. Chicago, HI. 

Nov. 1, 1911. 

Yes, 3% of sal¬ 
ary payable month¬ 
ly. 

Company pro¬ 

vides up to $1,- 
000,000. 

• 

Except employ¬ 
ees under 16 yrs. 
of age, or receiv¬ 
ing less than 8500 
per annum, and 
those receiving 
over $7500. 

57 years old ; 20 
years service. 

2% of last 

year's salary mul¬ 
tiplied by number 
of years of ser¬ 
vice, not to ex¬ 
ceed $5,000. 

- / - 

Any age; 15 years 
service. 

' See Question 1 5. 

In full with 4% j 
interest. 

Pension widow, 
or children under 

18 years of age. 
Applies to salaried 
employes only. 

---- 

6 

Athison, Topeka & Santa Fee 
R. R. Co., Chicago, Ill. 

Dec. 12, 1906. 

No. 

Company provides. 

Excepting those 
who come into the 
service after 60 
years of age. 

65 years old; 15 
years service. 

114 % of first 
$50; % % of 

everything over 

$50 of average 
monthly pay of 
last 10 years mul¬ 
tiplied by number 
of years of ser¬ 
vice. Minimum 
pension $20 per 
month. 

Any age ; not fixed. 

See Question $5. 

None made. 

Maximum pension 
—$75 per month. 

7 

Baltimore & Ohio R. R. Co., 
Baltimore, Md. 

Mar. 15, 1889, 

No. 

Company provides. 

No. 

65 years of age ; 
10 yrs. or more 
service. 

Based on class 
of Relief Fund 
membership, from 
% sick rate for 10 
years service to 
10% additional 

thereto for 20 yrs. 
service. 

65 years of age; 
10 years service. 

See Question S5. 

None made. 

Have also Relief 
Fund. 

8 

Jos. Bancroft & Sons Co., Wil¬ 
mington, Delaware. 








> 


No data. 

9 

Blount Plow Works, Evans¬ 
ville, Ind. 

June, 1913. 







1 

1 

No data. 

10 

J. G. Brill Co., Philadelphia, 
Pa. 









No data. 

11 

Brooklyn Rapid Transit, Brook¬ 
lyn, N. Y. 

Dec. 16, 1909. 

No. 

Company provides. 

No. 

70 years of age. 
65 years, if in¬ 
capacitated. 30 

years service. 

Percentage of 

average monthly 
pay during last 10 
years of service: 

35 years or more, 
50%. 

30 years or less 
than 35 years. 
40%. 

25 years or less 
than 30 years 
30%. 

Service of 30 
years without re¬ 
gard to age. 

j See Question $5. 

I None made. 

No pension al- 
! lowance to employe 
whose maximum 

1 wage exceeds $1500 
per annum for a 
period of more 
, than five years.. 

1 







































































































































































































































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Index 

Number. 

Name and Address 
of 

Company. 

Date 

Plan 

Adopted. 

REGULAU PENSIONS. 

DISABILITY PENSIONS. 

Remarks. 

I 

Do employees con¬ 
tribute to fundi 
If so, In what man¬ 
ner? 

A 

What provisions 
are made for de¬ 
ficiencies ? 

B 

Is membership to 
the plan compul¬ 
sory? 

C 

What is the dis¬ 
cretionary age? 
How many years 
of service? 

D 

What is the 
amount of annu¬ 
ity? 

E 

What is the in¬ 
capacitated age? 
How many years 
of service? 

F 

What is the 
amount of annu¬ 
ity? 

G 

Are contributions | 
returned, with or 1 
without interest? 

H 

12 

Cheney Bros., So. Manchester, 
Conn. 

Nov. 1, 1910. 

Yes, not ex¬ 
ceeding 3%. 

Company provides. 

A 11 employees 
who desire, and 
pass physical ex¬ 
amination. 

Male :—70 years 
years o 1 d—25 
years service. 

Female :—60 
years o 1 d—20 
years service. 

10% of average 
annual pay of last 
10 years plus 1% 
multiplied by num¬ 
ber of years’ serv¬ 
ice. 

50 years old; 25 
years service. 

Discretion of Com¬ 
mittee. 

Not returned be¬ 
cause of sick bene¬ 
fit. 

Give medical aid. 
Pension widow and 
children. 

13 

The Cincinnati & Suburban 
Telephone Co., Cincinnati, Ohio. 


Company provides. 

i 

For all employees. 

For all employees. 

(a) Male — 60 
years old. Female 
—55 years old. 
20 years service. 

(h) Male — 55 
years old. Female 
—50 years old. 
25 years service. 

(c) All — Any 
age—30 years ser¬ 
vice. 

1 % of average 
annual pay of last 
10 years multi¬ 
plied by number 
of years of ser¬ 
vice ; no pension 
less than $20 per 
month. 

Any age—15 years 
service. 

See Question 55. 

None made. 


14 

The Crane Company, Chicago. III. 

Jan. 1, 1916. 

No. 

Company provides. 

B'or all employees. 

Male 70 years 
old—20 years ser¬ 
vice. 

Female 60 years 
old—20 years ser¬ 
vice. 

2% of the aver¬ 
age annual wage 
during last 5 years 
of service for each 
year of active 
service. Minimum 
$30. per month— I 
maximum $125. 

per month. 

Male 65 years I 
old—20 years of 
service. 

Female 50 years 
old—20 years of 
service. 

j 

See Question 55. 

None made. 

i 

Retirement after 

20 years of ser¬ 
vice at any age, or 
at the option of 
the Board of Di¬ 
rectors. Plan in¬ 
cludes employees in 
Crane Valve Com¬ 
pany of Bridge¬ 
port, Conn., and 
Eaton, Cole & 
Burnham Co. 

15 

Cumberland Mills, Westbrook, 
Me. 










No data. 

16 

Deere <& Co., Moline, III. 

Jan. 1, 1908. 

No. 

Company provides. 

No. 

No. Must be 
less than 45 years 
of age on entering 
service. 

1 V 2 % of aver¬ 
age annual pay for 
the last 10 years 
multiplied by the 
number of years’ 
service, minimum 
pension $18 per 
month. 

Any age ; 10 years 
service. 

Discretion of Com¬ 
mittee. 

None made. 

1 

Have also Sick 
Benefit Fund and 
Compensation for 
Accidents. 

17 

E. I. du Pont de Nemours 
Powder Co., Wilmington, Dela- 
j ware. 

1 Mar. 1, 1912. 

No. 

Company provides. 

No. 

Any age—15 years 
service. 

m% of high¬ 
est average month¬ 
ly pay during last 
ten years multi¬ 
plied by years of 
service. 

See Question 54. 

See Question 55. 

I 

None made. 

1 

The 15 years 
service must be 
continuous. 

IS 

The Equitable Life Assurance 
Society, N. Y. C., N. Y. 

----- 

Dee. 1912. 


Regular Pension 
not mentioned 



*- . 

65 years old—10 
years service. 

2% of aggre¬ 
gate salary while 
in continuous ser¬ 
vice, not to exceed 1 
$3,600. 

None made. 

Free Insurance 
after one year of 
service. Free med¬ 
ical treatment. 

19 

First National Bank of Chi¬ 
cago, Chicago, III. 

Mar. 1909. 

Yes. 3% of an¬ 
nual salary paya¬ 
ble monthly. 

Bank provides. 

No. 

60 years old—15 
years service. 

50% of salary 
at date of super¬ 
annuation, not to 
exceed $6,000 per 
annum. 

Discretion of Offi¬ 
cers of Bank. 

See Question 55. 

If dismissed or 
voluntarily resign¬ 
ed money returned 
without interest. 

j If deceased be- 
fore 15 years serv¬ 
ice, money re¬ 
turned with 4 % 
interest. Pension 
runs for same 
length of time as 
service unless over 
25 years. 

No. 

Company provides. 

For all employees. 


1 % of average 
annual pay of last 
ten years multi¬ 
plied by number 
of years service, 
not to exceed $125 
per month. 

Any age—20 years 
service. 

i See Question 55. 

None made. 

i 


20 

Genera! Electric Co., Schenec¬ 
tady. N. Y. 

Mar 1, 1914. 

Male:—70 years 
old—20 years ser¬ 
vice. 

Female :— 60 
years o 1 d—20 
years service. 

No. 

Company provides. 

For all employees. 

60 years old—25 
years service. 

% 

Up to 30 years 
service 1% of av¬ 
erage annual pay 
of last 10 years 
multiplied by num¬ 
ber of years ser¬ 
vice. 2% of each 
year between • 30- 
35 years service, 
and 3% for each 
year between 35- 
40 years service, 
not to exceed $1,- 
; 000 or less than 
$240 per annum. 

Does not state. 

J See Question 55. 

None made. 

1 


21 

General Fire Extinguisher Co., 
Providence, R. 1. 

May 1, 1914. 

No age stated. 
15 years service. 

See Question 55. 

None made. 


22 

B. F. Goodrich Co., Akron, 
Ohio. 

Nov. 1, 1915. 

I 

No. 

Company provides. 

No. 

Male—60 years; 
F e m a 1 e :—55 
years—25 years 
service. 

For each vear 
of service 10% of 
the average month¬ 
ly pay during last 
10 vrs. of service. 

Max. $100 per 
1 month; Min. $20 
1 per month. 




















































































































































































































































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Index 

Number. 

Name and Address 

of 

Company. 

Date 

Plan 

Adopted. 

REGULAR PENSIONS. 

DISABILITY PENSIONS. 

1 

i 

1 

Remarks. 

I 

tribute to Fund ? 
If so, in what 
manner? 

A 

wnat provisions 
are made for de¬ 
ficiencies ? 

B 

Is membership 

to the plan com¬ 
pulsory? 

C 

What is the dis¬ 
cretionary age? 
How many years 
of service? 

D 

What is the 
amount of annu¬ 
ity? 

B 

What is the in¬ 
capacitated age? 
How many years 
of service? 

F 

What is the 
amount of annu¬ 
ity? 

G 

Are contributions 
returned, with or 
without interest? 

H 

2d 

Gorham Mfg. Co., Providence, 
R. I. 

May 1, 1903. 

j 1911. 

No. 

Company lays 
aside amount equal 
to 1% of year 
pay-roll for labor. 

No. 

70 years old—25 
years service. 

65 years old—35 
years service. 

00 years old—40 
years service. 

1% of annual 
salary ou retire¬ 
ment multiplied by 
number of years 
service, not to 
exceed $1,000. 

See Question 84. 

See Question Jo. 

None made. 


24 

F. C. Huyck & Sons, Albany, 
N. Y. 


Yes. 1% of annual 
pay. 

Company provides. 

No. 

Male: — 70 years 
old—Any service. 

Female: — 60 
years old—Any 
service. 

Up to 20 years 
service 25% of 
pay at date of re¬ 
tirement. More 
than 20 years 1% 
for each additional 
year, not to exceed 
50% of pay. 

Does not state. 

50% of pay at 
date of retirement, 
paid to male until 
he reaches the age 
of 70; female, 60. 

Not returned. 

S ickness and 
Death Benefit. 

25 

International Harvester Co., 
Ghjcago, 111. 

Sept. 1, 1908. 

No. 

Company pro¬ 
vides up to $100,- 
000 per year. 

No. 

Male :—65 years 
old—20 years ser¬ 
vice. 

Female:—50 
years old — 20 
years service. 

1% of average 
annual pay of last 
ten years multi¬ 
plied by the num¬ 
ber of years ser¬ 
vice. 

Minimum Pen- 
sion, $18 per 
month ; Maximum, 
$100 per month. 

Discretionary. 

Discretionary. 

None made. 

Have also sick 
and death benefit. 

26 

Lehigh Valley Transit Co., Al¬ 
lentown, Pa. 

July 1, 1913. 

No. 

Company provides. 

For all employees. 

65 years old — 25 
years continuous 
service. 

$20 per month, 
providing income 
does not exceed 
$40 per month. 

Does not state. 

See Question $5. 

None made. 

Have also In¬ 
surance and sick 
benefit. 

27 

The Midvale Steel Co. 










No data 

28 

Morris & Co., Chicago, Ill. 

1 

Yes. Dues & Fees 
to Benefit Associa¬ 
tion. 

Company sub¬ 
scribes $25,000 an¬ 
nually, and an 
additional $10,000 
if necessary. 

No. 

Does not state. 

Does not state. 

Does not state. 

Does not state. 

Does not state. 

Booklet g i v e 9 
rules and regula¬ 
tions for sick and 
death benefits 

only. 

29 

Murphy Varnish Co., Newark, 
N. J. 

1911. 

No. 

Company provides. 

For all employees. 

70 years old — 20 
years continuous 
service. 

2% of average 
annual pay of last 
10 years multi¬ 
plied by number 
of years of service, 
not to exceed 
$200 per month. 

60 years old — 20 
years continuous 
service. 

See Question {5. 

None made. 

• 

\ 

o 

1 

National City Bank, N. Y. C. 

Dec. 17, 1912. 

No. 

Bank provides. 

No. 

65 years. 

Does not state. 

2% of average 
annual salary for 
3 yrs. immediately 
preceding retire¬ 
ment for each yr. 
of service, not to 
exceed 60%. or 
the sum of $5,000. 

60 years. 

Does not state. 

See Question J5. 

None made. 

Pension may be 
: paid to descend¬ 
ants of pensioner 
at his death. Have 
j also death benefit. 

31 

N. Y. Central Lines, Cleveland, 
Ohio. 










No data. 

32 

N. Y. Chicago & St. Louis 

R. R. Co., Cleveland, Ohio. 










No data. 

33 

The N. Y., New Haven & Hart¬ 
ford R. R. Co., New Haven, 
Conn. 







i -- 



No data. 

34 

N. Y. Railways Co., N. Y. C. 

i 

July 1, 1902. 

No. 

Company guar¬ 
antees $ 50,000 per 
annum. 

No. 

70 years old — any 
service. 

; 65-69 years — 25 
years service. 

35 years ser¬ 
vice :—40% of av¬ 
erage annual pay 
of last 10 years. 

30-35 years ser¬ 
vice : — 30% of av¬ 
erage annual pay 
of last 10 years. 

25-30 years ser¬ 
vice : —25% of av¬ 
erage annual pay 
of last 10 years. 

Discretionary with 
Committee. 

See Question 85. 

None made. 


33 

North Star Mines Co., N. Y. C. 






































































































































































































































































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Index 

Number. 

Name and Address 
of 

Company. 

Date 

Plan 

Adopted 

REGULAR PENSIONS. 

DISABILITY PENSIONS. 

-—--- 

Do employees con¬ 
tribute to fund? 
It' so, in what 
manner ? 

What provisions 
are made for defi¬ 
ciencies ? 

Is membership to 
the plan compul¬ 
sory ? 

What Is the dis¬ 
cretionary ago? 
How many years 
of service? 

What is the 
amount of annu¬ 
ity? 

What Is the in¬ 
capacitated age? 
How many years j 
of service ? 

What is the 
amount of annu¬ 
ity? 

Are contribu¬ 
tions returned with 
or without inter¬ 
est? 

Remarks. 

_ 



A 

B 

C 

D 

E 

F 

G 

H 

1 

36 

The Penn. R. R. Co., Phila¬ 
delphia, Pa. 

| ----- 

•Tan. 1, 1900. 
Sept. 1, 1913. 

No. 

Company provides. 

No. 

70 years old— ; 
years of service 1 
not stated. 

1% of average 
monthly pay for 
last 10 years, mul¬ 
tiplied by number 
of years of service. 

65-69 years old— 1 
30 years service. | 

See Question $5. ; 

None made. 

Have also Relief 
Fund. 

37 

1 Pittsburgh Coal Co., Pittsburgh, 

! Pa. 

Sept. 3, 1907. 

Yes. Dues & fees 
to Relief Fund. 3 <t 
per member per 
month. 

Company pays 
to Pension Fund 
3<f per member per 
month, making to¬ 
tal of 8<f per mem¬ 
ber. 

No. 

Not stated. Ten 
years. Payment of 
dues. 

$10 per month. 


1 


Booklet does not 
give rules or regu¬ 
lations for retir¬ 
ing on Pension. 

Company pro¬ 

vides relief for 
mine employees. 

38 

Prudential Insurance Company 
! of America, Newark. N. J. 










No data. 

39 

Public Service Corp. of N. J., 
Newark, N. J. 


_ 








No data. 

Company provides 
Benefit & Relief. 

40 

The Pullman Co., Mfg. Dept., 
Pullman, 111. 









1 

No data. 

41 

| The Rhode Island Co. Provi¬ 
dence, R. I. 

1 

No. 

Company provides. 

For all employees. ! 

I 

70 years old—Any 
service. 

35 years service ! 
—2% of average ! 
weekly pay of last 
10 years multi- ; 
plied by number of 
years service. 

30-34 years ser- i 
vice—1%%. 

25-29 years ser¬ 
vice— 1%%. 

20-24 years ser¬ 
vice—less than 20 
years service 1%. 

Does not state. 

See Question #5. 

None made. 


42 

Simonds Mfg. Co., Pittsfield, 
Mass. 

•Tan. 1, 1908. 

No. 

Company provides. 

For all employees. 

65 years old—20 
years service. 

1 V 2 % of aver¬ 
age annual pay of 
last 5 years mul¬ 
tiplied by number 
of years of service. 

Any age—20 years 
service. 

. 

See Question 85. 

None made. 

Have also Re¬ 
lief Fund! and Med¬ 
ical attention. 

- 


The Standard Oil Co., Neo- 
desha, Kansas. 

1909. 

No. 

Company provides. 

For all employees. 

65 years old—20 
years service. 

For the first 
year after retire¬ 
ment—50% of av¬ 
erage annual pay 
of last 10 years, 
after that 25%. 

Does not state. 

See Question 85. 

None made. 


1 

1 

44 

1 

Talbot Mills, North Billerica. 
Mass. 


No. 

Company provides. 

For all employees. 

Any age—15 years 
service. 

15-35 years ser- 
i vice:—1% of av- 
1 erage annual pay 
| of last 10 years 
multiplied by nuih- 
ber of years ser¬ 
vice. For periods 
longer than 35 
years service:— 

50% of average 
annual pay for 
last 10 yrs.; no 
pension to exceed 
$500 per annum. 

See Question 84. 

See Question 85. 

None made. 


45 

Chas. H. Tenney & Co., Bos¬ 
ton, Mass. 










No data. 

46 

U. S. Steel & Carnegie Corp., 

N. Y. C. 

.Tau. 1, 1911. 

No. 

U. S. S. Corp. pro¬ 
vides $8,000,000, 
Carnegie Relief 
provides $4,000,- 
000. Total $12,- 
000,000. 

No. 

Male :—70 years 
old—25 years ser¬ 
vice. 

F e m a 1 e :—60 
years old — 25 
years service. 

1 % of average 
monthly pay of 
last 10 years mul¬ 
tiplied by number 
of years of service, 
no pension to ex¬ 
ceed $100 per 
month nor less 
than $12 per mo. 

Any age—15 years 
service. 

See Question 85. 

None made. 

Have also Relief 
Fund. 

1 

1 

** 

The Van Brunt Mfg. Co., HorJ- 
con, Wls. 

Jan. 1, 1012. 

No. 

Company provides. 

For all employees. 

65 years old—20 
years continuous 
service. 

1%% of aver¬ 
age annual pay of 
last 10 years mul¬ 
tiplied by number 
of years of service. 
No" pension less 
than $18 per 
month. 

Any age — 10 
years continuous 
service. 

Does not state. 

J _ 

ing service after 
45 years of age 
not eligible for 
pension. 





----- 










































































































































































































































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DISABILITY PENSIONS. 


Index 

Number. 


48 


49 


SO 


51 


52 


53 


54 


55 


REGULAR PENSIONS. 


Name and Address 

of 

Company. 

Date 

Plan 

Adopted. 

Do employees con- 
; tribute to Fund? 
i If so, in what 

S manner? 

A 

What provisions 
are made for de¬ 
ficiencies? 

B 

Is membership 
to plan compul¬ 
sory? 

C 

What is the dis¬ 
cretionary age? 
How many years 
of service ? 

D 

What Is the 
amount of annu¬ 
ity? 

E 

What is the in¬ 

capacitated age? 
How many years 
of service ? 

F 

What is the 

amount of annu¬ 
ity? 

G 


Vermont Marble Co., Proctor, 
Vt. 

July 1, 1913. 

<■ 

No. 

Company provides. 

For all employees. 

70 years old—20 
years continuous 
service. 

1 % of average 
annual pay of last 
10 years multi¬ 
plied by number 
of years of ser¬ 
vice, no pension to 
be less than $10 
per month. 

Any age — 20 

1 years continuous 
service. 

See Question #5. 


The Virginia Bridge 6k Iron 
Co., Roanoke, Va. 

Jan. 1, 1914. 

No. 

Company provides. 

For all employees. 

Male :—60 years 
old—20 years ser¬ 
vice. 

Female :—50 
years old—20 
years service. 

2% of average 
annual pay of last 
10 years multi¬ 
plied by number of 
years of service. 
No pension to ex¬ 
ceed $100 per 
month, nor lhss 
than $12 per mo. 

Any age—20 years 
service. 

See Question 55. 


Washington R. R. 6c Electric 
Co., Washington, D. C. 

Jan. 1, 1907. 

No. 

j Company provides. 

j 

i 

For all employees. 

60 years old— 
20 years continu¬ 
ous service. 

35 years or more 
service —40% of 
average annual pay 
of last 10 years. 

30-35 years ser¬ 
vice :—30% of av¬ 
erage annual pay 
of last 10 years. 

25-30 years ser¬ 
vice :—25% of av¬ 
erage annual pay 
of last 10 years. 

20-25 years ser¬ 
vice :—20% of av¬ 
erage annual pay 
of last 10 years. 

Any age — 20 
years continuous 
service. 

See Question 55. 

Wells Fargo & Co., Chicago, ill. 


No. 

Company provides. 

For all employees. 

70 years old—Any 
service. 

1 % of average 
monthly pay for 
last 10 years mul¬ 
tiplied by number 
of years of ser¬ 
vice. 

60 years old—25 
years service. 

See Question $5. 


Western Electric Co., N. Y. C. 

Jan. 1, 1913. 

No. 

Company provides. 

For all employees. 

Male :•—60 years 
old—20 years ser¬ 
vice ; 55-59 years 
old—-25 years ser¬ 
vice ; under 55 
years old — 30 
years service. 

Female : — 55 
years old — 20 
years service ; 50- 
54 years old—25 
years service ; un¬ 
der 50 years old— 
30 years service. 

1% of average 
annual pay of last 
10 years multiplied 
by number of years 
service ; no pen¬ 
sion to be less 
than $20 per 
month. 

Any age—15 years 
service. 

See Question $5. 

- 

Westlnghouse Air Brake Co., 
Pittsburgh, Pa. 

Nov. 19, 1913. 

No. 

Company appro¬ 
priated $110,000 
plus additions if 
necessary. 

For all employees. 

70 years old—Any 
service. 

1 % of average 
annual pay for last 
10 years multi¬ 
plied by number of 
years of service ; 
no pension to ex¬ 
ceed $100 per 
month, or less than 
$20 per month. 

Does not state. 

See Question 55. 

No. 

Company provides. 

No. 

65 years—25 years 
service. 

1% of the aver¬ 
age monthly pay 
during last 10 yrs. 
of service. Mini¬ 
mum $15, Maxi¬ 
mum $100 per 
month. 

55 years—25 years 
service. 

See Question 55. 


J. H. Williams Co. 

July, 1914. 

Winchester Repeating Arms 
Co., New Haven, Conn. 

July 21, 1915. 

No. 

Company provides. 

No. 

60 years males ; 
55 years females ; 
25 years service. 

For each year 
of service 1% of 
the average pay 
for the last 5 years 
of service. 

55 years males; 
50 years females ; 
30 years service. 

See Question 55. 



Are contribu- 

11 o n s returned. Remarks. 

with or without 

interest? 

H I 


None made. Company provides 
accident benefits. 


None made. Any employee 

reaching the age 
of 70 years hav¬ 
ing served 20 
years or more is 
compelled to retire 
on pension. 


None made. Have also Relief 
Fund. 




None made. 

Fixed age limit for 
entering service. 
Have also Relief 
Fund. 

None made. 

Have also acci¬ 
dent, sick and 
death benefits. 

None made. 

Have also Relief 
Fund. 

None made. 

Have also life 
insurance and va¬ 
cation allowance 
plan. 

None made. 























































































































































































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